A warm welcome to Sharon Mavin as the new Chair of the UFHRD. Elected at the AGM Sharon takes over from Jim Stewart, who himself was elected Executive Secretary. Tribute was paid to both Monica Lee (retiring as Executive Secretary) and Sue Shaw (retiring as Chair of the Research Committee). Both were presented with an engraved glass as a token of the Forum’s appreciation of their contributions to the Forum.
Valerie Anderson was elected as the new Chair of the Research Committee
Conference, Edinburgh Napier
The Forum are indebted to David McGuire and his team at Edinburgh Napier for hosting an excellent conference around the theme of HRD: Reflecting on the Past Shaping the Future”. The Conference included innovation sessions, 4 keynote speeches, 152 papers, 4 innovation sessions and 4 poster sessions. 240 delegates attended the conference.With the exception of the contribution form Prof. Jonathan Passmore, University of Evora on coaching the key note presentations are available here.
- Hazel MacKenzie, National Education for Scotland, NHS Scotland: “Leadership Development in the Scottish NHS: Dancing on the Shifting Carpet”
- Prof. Eugene Sadler-Smith, University of Surrey: “Problems and Potential in HRD Research: A Design Science Perspective”
- Prof. Wendy Ruona, University of Georgia: “Exploring HRD: Ideology, Identity and Culture”
- Lorna Davidson, Executive Director, New Lanark Trust “Humanising the Workplace”
Many delegates may have been unable to hear the presentation by Lorna Davidson. It featured the pioneering work and legacy of Robert Owen – a veritable founding father of HRD. The presentation discussed his belief that “every child of man should be from birth, as well trained and educated as his original organs, faculties and powers will admit” and indicated how such a belief was put into practice at the New Lanark mill.
Papers from Conference: All papers will be lodged on the web site subject to the Forum receiving assurances from the major publishing houses that this will not compromise the publication of a conference paper. In the meantime all the Abstracts are listed here: Book of Abstracts Final
University College Cork (UCC) will be the venue for the 2015 conference and not the University of Limerick as first advertised. Congratulations to Dr Ronan Carbery, Conference Chair, who has secured a new post at University College Cork and hence the change of venue. The theme of the conference is ‘Towards Evidence Based HRD: Bridging the Gap’. A Call for Papers has been issued and is available on theconference web site: http://www.ufhrd2015.org/ The key note speakers are:
- Prof. Sandra Robinson, University of British Columbia
- Prof. David Collings, Dublin City University
- Prof. Mike Morley, University of Limerick
- Aidan Lawrence, Learning and Organization Development Director, Hewlett Packard
The conference will take place betten the 3rd and 5th June, 2015
Alan Moon Memorial Prize Winner
- ‘Serving Multiple Masters’: Exploring HRD in the Context of Third Sector Partnerships for Public Service Delivery; Denise Currie (University of Ulster), Martin McCracken (University of Ulster) . The paper is available here:Denise Currie
- Become Your own ’Project’: Learning from Women Elite Leaders’ Reflections to Shape Women’s Future Careers; Sharon Mavin (Northumbria University), Jannine Williams (Bradford University), Patricia Bryans (University of Sunderland), Nicola Patterson (Northumbria University). The paper is available here: Sharon Mavin
A complete listing of short-listed papers is available here: Final classification for Alan Moon Prize 2013 (1)
Teaching and Learning Prize
The 2014 Teaching and Learning Resource Bank Prize was awarded to Alma McCarthy, National University of Ireland, Galway for her Leadership Development Applied Project
Forum Workshop 23 October, Liverpool Business School
Insider research and reflective practice: getting published
Insider research occurs when the researcher selects their own organizational setting or one where they have a close association, as a site for their research. Whilst this form of inquiry is undertaken by increasing numbers of students and academics it has received scant attention in the literature and seldom gets published. This workshop will address three stages of insider research: doing it; writing it up and publishing it.
Keynote speakers: Professor David Coghlan, Trinity College Dublin and Professor Sally Sambrook, University of Bangor
Expert speaker: Dr Jill Miller, Research Advisor, CIPD: Communicating your Work to Practitioners.
This workshop is jointly organised by Dr Valerie Anderson, Portsmouth University and Dr Aileen Lawless, Liverpool John Moores University. It is sponsored by the University Forum for Human Resource Development and hosted by Liverpool Business School, Doctoral Team. There is no charge for this event.
12.30 – 1.30: PRE-WORKSHOP LUNCH AND DISCUSSION EVENT:
Time for a national standard for HR?
The first draft National Standard for HR (BS76000) has just been produced by the British Standards Institute (BSI). This pre-workshop gives you the opportunity to contribute to the public consultation about the draft standard. Don’t miss the opportunity to be a part of this process.
Reserve your free place on this workshop by booking online at:
UFHRD Research Honorarium
Recently completed honorarium projects include:
Exploring the ‘impact’ of Critical Human Resource Development: educator and practitioner perspectives by Dr Aileen Lawless, Liverpool Business School, Liverpool John Moores University
The research has focused on how learners actively created meaning and talked about the political and social aspects of undertaking research. The outputs draw attention to the, sometimes competing, requirements for practitioners to remain employed and employable while seeking to fulfil the expectations of Doctoral or Masters level education. In particular education which is inspired by the ideals of Critical HRD. One outcome of note from the research is the following book chapter:
A.Lawless with C.Roberts & E.Eades (Accepted 2014) ‘At-home ethnography: is it just too hard?’ in O Jones, J Van Maanen and F Worthington (eds), Doing and Writing Ethnography: practical challenges in qualitative fieldwork, Emerald
The full report can be downloaded here: Final UFHRD Report M Hartog 30 5 2014
An Evaluation of a Public Sector Leadership Development Programme: Leadership in times of Austerity by Dr Mary Hartog, Chris Rigby and Dr Doirean Wilson, from Middlesex University Business School.
The aim of this evaluation was to reflect and explore the experience and impact of a leadership development programme for a group of managers from a London Borough, Children and Young People’s Partnership. The context for this programme was organisational change necessitated by austerity in public service finances. The leadership programme aimed to help managers deal with change and develop their leadership effectiveness. Key Findings:
- Austerity has shaped the context for learning and leadership development.
- The experience of the programme has been positive for participants and in particular, the role of the action learning sets have provided a safe space for reflection and the containment of anxieties in the midst of turbulence and change.
- The programme has added value to individual managers and their work teams, and in particular, it has helped participants in crafting and clarifying what is important about leadership to them in their work.
Two outcomes of note from the research are:
Hartog, M and Frame, P. with Rigby, C and Wilson, D., 2013, Learning From the Real, in Bilham, T. (Ed) For the Love of Learning, Palgrave Macmillan
Hartog, M and Tomkins, L. (2014, forthcoming), in Mabey, C. and Mayrhofer, W. (Eds) How can an ethic of care support the teaching and management of change, Questions Business Schools Don’t Ask, Sage Publications
The full report can be downloaded here: Completion Report A. Lawless Research Honarium 25-5-14
A Call for proposals for the 2015 Honorarium will be released in October.
Human Resource Development International
HRDI Virtual Special Issue on Organizational Learning and Learning Organization is now available with free access: http://explore.tandfonline.com/page/bes/rhrd-vsi-hub/organizational-learning
Forum Members, Research and Appointments
‘Gender, Media, and Organization: Challenging Mis(s)Representations of Women Leaders and Managers’
Carole Elliott (Durham University) and Sharon Mavin (Northumbria University and Forum Chair) are actively involved in a forthcoming ESRC Seminar series. The Seminar Series has 3 themes: 1. ‘Gendered Media Misrepresentations: Why do they matter and how do we know?’ 2. ‘Developing Research Capacity for management and business studies: Multidisciplinary methodologies, theories and concepts/analysing media texts and visual methods; and 3. ‘Developing Priority Research Agendas and Maximising Impact’. Each theme will be developed in three seminars over three years. The final Seminar, in June 2017, will be a 1-day conference to consolidate knowledge exchange and research priorities. Details available here:Flyer SM 1 Sep
Carole and Sharon are also the editors of a new volume in the Women and Leadership Book Series. The proposed volume’s focus mirrors that of the seminar series, above. A call for chapters has been issued and which can be downloaded here:Call for Chapters-ILA W&L Series Vol. V
University of Portsmouth
The University of Portsmouth Business Education Group (BERG) have recently made two exciting appointments: Dr. Sasa Batistic joined the University as a research fellow in employability this summer. Sasa previously worked at Henley Business School and the University of Ljubljana in Slovenia. Professor Jeff Gold has also been appointed as a Visiting Professor in Business Education.
Recent Portsmouth Business School publications include:
Brook, C & Milner, C (2014) ‘I have no English friends’: some observations on the practice of action learning with international business students. Action Learning: Research and Practice, 11(2), 225-232.
Mackay, M. & Tymon, A. (2014). Taking a risk to develop reflective skills in business practitioners. Journal of Education and Work. DOI:10.1080/13639080.2014.939160
Short, H.J. (2014) A Critical Evaluation of the Contribution of Trust to Effective Technology Enhanced Learning in the Workplace: a Literature Review, British Journal of Educational Technology 45(6) doi:10.1111/bjet.12187
York St John University
Bob Garvey, Professor of Business Education, won the Lifetime Achievement Award for Contributions to Mentoring at the Coaching at Work Awards 2014. The awards were part of the professional journal’s annual conference event which took place in London in August. Professor Garvey said: “Since the early 1990s I have been fascinated by mentoring. Coaching came later! Over the years I have worked with many people, all of whom have influenced me in some way or another. Thank you to them for being my mentors – even if you didn’t know you were! To quote one of them ‘mentoring is awesome!'”.
HRD News and Research
UK and EU Skill Levels
New research by the UK Commission for Employment and Skills (UKCES) shows the skills gap between genders is continuing to widen, as women leave male counterparts behind. The report from the government-backed UK Commission for Employment and Skills reveals the gender gap is set to widen over the next few years, with women’s skills and qualifications improving faster than men’s. It finds that by 2020, almost half (49%) of women will have degree-level qualifications, compared with just 38% now and predicts that women will take two-thirds of the new high-skill jobs created over the next six years. Men’s qualifications levels are also set to rise, but more slowly than women’s, with the percentage of men with degree level skills reaching just over 44% by 2020.
More generally the report positions the UK vis 33 other OECD (Organisation for Economic Co-operation and Development).Skills attainment is classified according to three levels: Low skills (Below Upper Secondary), Intermediate skills (Upper Secondary) and Higher skills (Tertiary).
For Low skills the UK is currently ranked 19th (i.e. there are 18 out of the 33 other countries with lower proportions); this places it in the third quartile of nations and just behind the averages of both the OECD and EU. The UK is not expected to see an improvement in its poor relative performance in the period to 2020, based on current trends. Although the proportion qualified below upper secondary level is projected to fall from 26 per cent to 18 per cent this would leave the UK three places lower in the rankings because of more rapid mprovement by other nations. 37 per cent of the UK’s adult population are currently qualified at Intermediate level (Upper Secondary), giving a ranking of 24th out of 33 OECD nations. The proportion qualified at this level is projected to decline slightly (to 34 per cent) in the period to 2020, resulting in a fall in the UK’s ranking to 28th. Conversely, the proportion of the UK’s adult population qualified at a Higher (Tertiary) level is projected to increase significantly, from 37 per cent to 48 per cent in the period to 2020, elevating the UK’s international ranking slightly, from 11th to 7th.
The full report (UK Skill Levels and Competitiveness, Evidence Report 85, August 2014) can be downloaded at https://www.gov.uk/government/publications/uk-skills-levels-international-comparisons-and-competitiveness
Eurobarometer Survey: The survey highlights EU citizens’ attitudes towards the education that they have received and the priorities for education and training in their country, as well as their views on the most important aspects of education, and the main skills that education can provide. The report suggests education and training does not match available jobs. It also indicates that around a quarter (23%) of EU citizens feel that their education or training has not provided them with the skills to find a job in line with their qualifications. While over half of the respondents (56%) think their qualifications would be recognised in other Member States, 6% tried to work or study in another Member State but were unable to do so, either because their qualifications were not recognised by their prospective employer or education institution, or because the respondents lacked information about recognition of their qualifications abroad.
The full report (Special Eurobarometer 417; European area of skills and qualifications) can be downloaded here: http://www.cedefop.europa.eu/EN/news/24137.aspx
Two recently published research reports from the CIPD are worthy of note.
‘Valuing’ Talent: First is the final report on the Valuing Your Talent project. Three professional bodies representing the accounting, management and human resources professions – CIMA, the CMI, and the CIPD together with the RSA – have collaborated on this project. Supported and sponsored by the UK Commission for Employment and Skills (UKCES) and Investors in People (IIP), the research was designed to help employers better understand the impact their people have on the performance of their organisation and as a result make better people management and workforce investment-related decisions.
Through the research the CIPD have developed a common framework for the range of human capital information and measures that organisations might use. Based on a wide range of input, including from members of the investment community, four primary human capital measures were identified which we believe organisations should report externally in their annual reports.
Source: Hesketh, 2014, Managing the value of your talent: key findings and conclusions, CIPD
A separate document provides a detailed discussion of the framework and which is also available from the CIPD at: http://www.cipd.co.uk/hr-resources/research/managing-value-talent-framework-human-capital.aspx
Learning through Volunteering: Volunteering schemes can have business benefits when they are linked to staff development according to this research report from the CIPD published in September. The report, ‘Volunteering to learn: Employee development though community action’, studied a number of companies who encourage employee volunteering. The findings revealed an overwhelming link between volunteering and staff development. Respondents in the study saw their employees developing team building, workload management and communication skills. The case study research was conducted between April and June 2014 with 13 case study organisations, including John Laing, Marks & Spencers, Nationwide and PwC. Interviews were held with senior CSR and L&D/HR professionals. According the CIPOD the research clearly highlights the ‘double benefit’ of volunteering and identifies ten key skills and behaviours employees can develop through these activities, such as coaching and mentoring, confidence, communication, team-building, self-awareness and creativity. Having these benefits so clearly defined is helpful when it comes to making the business case – at organisational and individual level – as to why more employees should get involved in this agenda.
The report also argues that articulating and communicating the link between volunteering and skills development is important. Some of the organisations featured in this report are leading in this area, and have developed clear communication tools to demonstrate the benefits of volunteering to employees. To support this the CIPD have produced an example volunteering skills framework that will help more organisations make the case for getting their employees involved in volunteering activities and help them to select the right activity for the skills they seek to develop in their employees.
The report welcomes the trend for CSR, HR and L&D teams to work together on this but argues that more needs to be done, not just to maximise the development potential of volunteering but also to ensure that what an organisation does within its CSR activity is connected to a more strategic HR and L&D agenda around growing your own workforce and building talent pipelines.
The report is written by Ruth Stuart, learning and development research adviser at the CIPD and is available to download here: http://www.cipd.co.uk/binaries/volunteering-to-learn-employee-development-through-community-action_2014.pdf
Gloomy prospects for young people
Forces in the global economy have led to a significant deterioration in the prospects for the transition to work for today’s younger generation. This is the central message of a Black Paper on NEETS and Apprenticeships, authored by Martyn Sloman, Visiting Professor at Kingston University and formerly CIPD Learning & Development Adviser.
The paper is recently published on the Training Journal web site. It expresses Sloman’s personal view on skills and employment crisis facing young people in the UK today. Sloman argues that the implications of major structural changes in the labour market for young people have received insufficient attention. The nature of entry level jobs for school college and university leavers has changed radically and have also resulted in a chronic problem of youth unemployment or NEETs (young people not in education, employment or training). Sloman highlights a devaluation of apprenticeships and raises key questions: Should apprenticeships be high quality vocational training leading to a qualification with currency in the employment market? Alternatively should apprenticeships be a form of subsidised training that takes place within a certain framework or standard? Sloman’s view is that far-reaching solutions would embrace the former perspective and encourage the creation of ‘aspirational apprenticeships’.
The full paper is available on the Training Journal web site https://www.trainingjournal.com/
In a White Paper written for the American Association of Management James Kirkpatrick, Director of the First Indiana’s Bank Corporate University and Don Kirkpatrick’s son, revisits his father’s influential model of evaluation. Whilst acknowledging the models has formed the flagship of evaluation for 50 years Kirkpatrick (Junior) argues it is poorly applied in practice. Most organisations he suggests do not get past Level 2; “many do not get past administering Level 1 Reaction or ‘Smile’ Sheets”. The White Paper focuses attention on Level 3 – “the missing link because neither learning nor the business seem to take ownership of it”. Evidence in the form of data and information at Level 3—gathered by learning leaders and business leaders—is what is needed to complete a successful story of evaluation. The White Paper also focuses attention on Return on Expectations rather than Return on Investment. Kirkpatrick Jnr seeks to argue that this notion was always the intention in the original model. Beginning with the end in mind is the key to bringing this concept to life; starting with the learning professional determining – largely through value proposition negotiations with their business stakeholders – what their expectations are for learning programs, and then determining “what success would look like. Success should be identified as both outcomes (Level 4 metrics) and drivers (Level 3 metrics). Once this is done, the program and the evaluation criteria and methods can be developed and successfully implemented.
Kirkpatrick draws on case study material to demonstrate how organisations within AMA have sought to develop the traditional model. One such development is the use of evaluation hybrids. For example, the development of a questionnaire which is not simply targeted at Level 1 but which addresses and integrates Levels 1, 2 and 3. Kirkpatrick also notes a range of follow up practice which he argues is again rarely practiced. Specific methods used include videotaped sessions for review, virtual learning opportunities for the refreshment of past learning, action planning, the sharing of common and best practices, connecting participants to one another for reinforcement and support, and Level 3 and 4 evaluation.
The full White Paper can be accessed from the AMA web site at http://www.amanet.org/site-search-results.aspx?search_terms=Maximizing+Training+Impact
Calls for Papers
Identity as a Foundation for HRD
Routledge Studies in HRD (Series editor: Monica Lee, University of Lancaster, UK)
Editors: Drs. Kate Black, Sandra Corlett and Russell Warhurst; Newcastle Business School, University of Northumbria, UK
This is an invitation to contribute theoretically or empirically to an emerging and important area of identity scholarship, with a view to stimulating academic debate and supporting innovations in policy and practice in the area of Human Resource Development (HRD). Expressions of interest in the form of proposed chapter titles and aims should be submitted by 31st October, 2014 to firstname.lastname@example.org. Questions or queries may also be addressed to Kate Black via this email. It is anticipated that chapters, which will be subject to editorial review, will be required by January, 2016. View the Call here:IdentityTextCallForChapters fv
‘Gender, Media, and Organization: Challenging Mis(s)Representations of Women Leaders and Managers’
Call for Book Chapter proposals (See above in Forum News)
Work and Organisation in the Age of Global Economic Crisis: Industrial Relations in the Post-Socialist Societies of Europe European Journal of Industrial Relations Editors: Anna Soulsby (Nottingham University Business School, UK), Graham Hollinshead (Business School, University of Hertfordshire, UK), Thomas Steger (University of Regensburg, Germany), Richard Hyman (London School of Economics and Political Science, UK)
In this special issue, we invite research that situates study within a broad social, economic and transitional context, making connections to the debates in the wider social sciences (Beck 2012; Jackson, Kuruvilla and Frege, 2013). We are interested in comparative studies that examine growing insecurities in the fields of work, organisation and employment (including the effects of migration) in Central and Eastern Europe (CEE) in the context of the international ‘crisis of capitalism’ (Hardy, 2014), and which investigate the nature of localised responses to the spread of uncontrolled market forces into the region.
Submission of extended abstracts (maximum 1000 words not including references): 29th December 2014 (24.00 CET). Submission of full papers: 31st July 2015.
See European Journal of Industrial Relations Call for Papersfor full call
‘HRM and Innovation: A multi-level perspective
Human Resource Management Journal
Innovation is critical to organizational survival especially against a backdrop of change and uncertainty; accordingly a wide and diverse literature has attempted to tease out its antecedents (Baer, 2013; Li et al., 2013; Nonaka, 1994; Smith et al., 2005). Despite some insightful studies (e.g. Zhou et al., 2013), HRM has had a somewhat muted voice. This is surprising, since knowledge creation (a first step for innovation) is at heart a voluntary human endeavour, depending for its realisation on the capabilities and motivations of individuals and groups (Guthrie, 2012). It could be argued that HRM’s lack of prominence in the innovation space is starting to be addressed by those outside of this domain. Scholars interested in the role of knowledge as a source of competitive advantage, for example, are increasingly preoccupied with individuals and micro-systems (e.g. Foss, 2010), while sociologists have started to draw on the Ability-Motivation- Opportunity framework by way of explaining how and why knowledge is created, shared and implemented within organizations(Powell & Snellman, 2004). Sensitive to the opportunity for influence in this critical area, the Special Issue positions HRM centre stage.
Full details of the Call for Papers can be found on the HRMJ website: http://onlinelibrary.wiley.com/journal/10.1111/(ISSN)1748-8583 The deadline for submissions is 30th December 2014.
One of the key note speakers at the IFTDO World Conference will be Dr Jack Philips, well known for his work in evaluation and return on investment from training and development.
22nd World of Learning Conference and Exhibition, Birmingham, UK; 30 Sept – 1 Oct. The event will feature over 100 exhibitors, live workshops, one-to-one consultations, free seminars and its renowned annual conference. More details from: https://www.learnevents.com/
Chartered Institute of Personnel and Development (CIPD) Annual Conference. 5 – 6th November, Manchester, UK. Conference theme: “High Impact HR”. Speakers include:
Prof. Rita Gunther McGrath (Columbia University, USA) Are we all Entrepreneurs Now?
Alex Lewis (HR Director, BAE Systems) Overcoming Barriers to Effective Leadership; Tanith Dodge (Director of HR Marks & Spencer) Learning to Work: mentoring young people to build the future talent pipeline; Karen Bailey (Head of Competence Development, Volvo Group) Applying Neuroscience and Behavioural Science to L&D Initiatives; Aimee O’Malley (Learning & Development Business Partner, Google) Tailoring the Learning Experience
Further details: http://www.cipd.co.uk/events/annual/conference/request-a-brochure
3rd EIASM Workshop on Talent Management, to be held in Berlin on October 13-14. More information at: http://www.eiasm.org/frontoffice/event_announcement.asp?event_id=1032.
ASTD Asia Pacific Conference; 30 Oct – 1 Nov, Taiwan. ASTD has joined forces with the Tze Chiang Foundation of Science and Technology (TCFST) to bring the ASTD Asia Pacific Conference (APC) to Taiwan. This premier event will focus on training and development for Asia Pacific featuring conference tracks on training, learning technologies, talent management, leadership development, organizational effectiveness, measurement and analytics, and cross-cultural management. Key note speakers will be:
Joseph Grenny, Co_Founder Vital-Smarts,LLC; Tony Bingham, President and CEO of the ASTD and
Thomas Malnight, Professor IMD Business School
Further details: http://astdapc.org/
11th Annual HR Africa Summit; 27 – 31 Oct, South Africa. The Institute for International Research (IIR) is hosting this event for HR professionals in Africa. For the past 10 years, this conference has provided proven, comprehensive learning for attending professionals. More details from http:/iir.co.za/hr-africa/
12th International Conference on Knowledge, Economy and Management – ICKEM2014 organized by Istanbul Medeniyet University and University of Wisconsin Milwaukee on November 27-30, 2014 in Antalya-Turkey.
ICKEM Conferences bring together various researchers of the information revolution in academia and industry, social scientists or scholars and graduate students to exchange and share their experiences and research results about all aspects of Knowledge, Economy and Management, and to discuss challenges encountered and solutions adopted.
More details at: http://beykon.org/eng/Default.aspx
Learning & Development Conference: European Training & Development Federation (ETDF) and the European Association for Practitioner Research on Improving Learning (EAPRIL), Nicosia, Cyprus, 25-28th November. Various innovative and interactive sessions will allow an exchange and formulation of new ideas, creation of research and benchmark data with the goal to enhance educational and L&D practices. Keynote speakers include Stefaan van Hooydonck (Dean of Philips Lighting University) “Transformational Corporate Learning in the 21st century: Case Philips” and Dr. Stephen Billett (Griffith University, Australia) “Exploiting the potential of workplaces as learning environments for initial and ongoing occupational development”. More details from: http://www.eapril.org/education_learning
8th Annual International Conference on Global Studies: Business, Economic, Social and Cultural Aspects, 18-21 December 2014, Athens, Greece. Academic Member Responsible for the Conference: Dr. Gregory T. Papanikos, President, ATINER & Honorary Professor, University of Stirling, UK. Conference Website: http://www.atiner.com/cbc.htm.